Work Flexibility: Remote or Hybrid or Onsite

Position summary - 

The Director, Project & Demand Management is responsible for leading enterprise demand intake, portfolio planning, prioritization, and project governance processes across the data organization. This role ensures business requests are evaluated, prioritized, and aligned with organizational capacity, strategic objectives, and expected business value. The position provides PMO leadership and governance oversight to support effective planning, execution, and portfolio management.

Essential duties & responsibilities

• Lead enterprise demand intake and prioritization processes for data and analytics initiatives

• Establish portfolio management frameworks that align business demand with resource capacity and strategic priorities

• Manage project governance, PMO standards, reporting, and delivery oversight across the data organization

• Facilitate investment prioritization based on business value, risk, complexity, and resource availability

• Partner with business stakeholders and functional leaders to evaluate and refine project requests

• Develop portfolio reporting and executive dashboards to support decision-making and governance

• Monitor project health, risks, dependencies, and resource utilization across the portfolio

• Drive standardization of project management practices, tools, and methodologies

• Support annual planning, budgeting, and portfolio investment processes

• Identify opportunities to improve planning effectiveness, transparency, and delivery predictability

• Mentor project managers and PMO professionals while fostering operational excellence

• Establish and maintain enterprise demand forecasting and capacity planning processes to ensure optimal utilization of resources and alignment with strategic priorities

• Drive portfolio value realization by tracking business outcomes, benefits achievement, and investment performance across approved initiatives

Education and special trainings

• Bachelor's degree in Business, Information Systems, Engineering, or related discipline

• PMP, Agile, SAFe, or portfolio management certifications preferred

• Demonstrated expertise in project, program, and portfolio management

Qualifications and experience

• Minimum of 10+ years of experience in project management, PMO leadership, portfolio management, or enterprise delivery functions

• Minimum of 5+ years leading project management or PMO teams

• Proven experience managing enterprise portfolios and prioritization processes

• Strong understanding of governance, capacity planning, financial management, and resource allocation

• Experience working with senior business and technology stakeholders

• Experience implementing enterprise portfolio management, demand management, or resource planning frameworks within large-scale organizations

• Demonstrated ability to balance competing business priorities, negotiate investment decisions, and drive alignment across multiple stakeholder groups

Physical and mental requirements

• Strong organizational and analytical capabilities

• Ability to manage multiple priorities and competing demands

• Strong communication and stakeholder management skills

• Ability to influence decision-making and facilitate alignment

• Commitment to operational excellence and continuous improvement

  

 

United States of America Pay Ranges:

• USN: $155,900 - $259,700 USD Annual
• US5: $163,700 - $272,700 USD Annual
• US10: $171,500 - $285,700 USD Annual
• US15: $179,300 - $298,700 USD Annual
• US20: $187,100 - $311,600 USD Annual

View the U.S. work location and transparency guide to find the pay range for your location.

  

 

Travel Percentage: 30%

Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer – M/F/Veteran/Disability.

Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.